Key Focus: Individual solution for managers, talents or successors to follow-through on assessment results and take ownership of their development.
Assessments are great for collecting insights into what helps and what prevents us in achieving the success that we want. Individual development plans are the natural next step, the missing link between insights and increased success. Yet, quite often such plans fail to deliver the expected results.
Key Focus: Group solution managers, talents or successors to follow-through on assessment results and support each other in developing the same competencies.
Jim Rohn famously said that we are the average of the 5 people we spend most of the time with and what we see in most organizations proves him right. The performance level of each individual is directly influenced by the performance level of the team she or he belongs to. Therefore, when assessing teams of managers, talents or successor it is important to support their development not only individually, but also as a system, as a team.
Key Focus: Individual solution for leaders who want to successfully transition to a new role.
Marshall Goldsmith devoted an entire book to the idea that what got us here won’t get us there, explaining that our recipes for success in the current role need to be changed or adapted when we move to a new role. While transitions offer a chance to prime the air and unlock performance in any organization, they are also challenging times because any missteps made during the first three months of a new role require a lot of subsequent effort to rebuild relationships, change perceptions and correct the course towards performance.